1. The First Interview…
… also known as the “let’s get to know each other interview”. After quite some experiences with interviewers and now, being one, I chose not to interrogate the candidates. As I wasn’t interrogated. Rather than that, I find it important that a candidate has a chance to ask questions and get answers. It’s important that I describe the responsibilities of an open position, present the company itself and the culture as it really is. All that so that I can assess, whether the candidate feels comfortable in an organization as described and whether he or she is an amazing cultural fit. I strive for an ideal scenario in which the candidate feels like a part of the team the moment the interview is finished and leaves with the motivation to do his/her best with the steps of hiring process yet to come.
2. The First Day of Work
Some butterflies, chills, and excitement. I was welcomed by my buddy and team lead, offering me a cup of coffee. In slippers. After getting an endless list of information and ‘how-to’s” – from using our internal Gecko to how to start a Chew-chew Train app on Slack for a group lunch break – it was time to meet more than 40 coworkers. Since we grew quite a bit from then, the new employees meet 55 coworkers today. Failing to remember all the names, which is absolutely OK. The introduction walk-around is meant for the team to remember the name of the new guy, exchange a few words that might be the basis of the conversations in the future. After that, it is time to take a breath, check the gifts from your welcome pack, explore the kitchen treasures, unpack the computer and organize everything needed for work that’s been put on the checklist to make it easier.
3. The First of “Not-The-First” Days of Work
Continuing setting up the workspace, digging into the Salesforce Learning Community and Trailmix that was made especially for your role at Agilcon by our seniors, and feeling more and more that you know what you’re doing. Next: attending the first regular meetings and getting the real tasks on the ongoing projects. Sure, it does not work without getting lost in the platform, but, hey, that’s why team lead, mentor, and a buddy were assigned to you. To help you swim and make sure you don’t feel lost. At least not for too long.
4. The First Monthly Review
As a young fast-growing company which has welcomed 15 new coworkers every year in the last 3 years, having a well-formed Onboarding period is a must. Part of that are Monthly reviews that take place at the end of the first six months. It’s not as scary as it might sound – in reality, it means you’re grabbing a coffee with your mentor and team lead, having a conversation about your experience, expectations, wishes, and questions. Is there anything we didn’t explain or it wasn’t clear enough? Are the tasks demanding enough? Is there any additional equipment you’d need? It ends with setting goals for the next month with joint forces. So sure, it is ‘just’ a monthly coffee with your coworkers, but for us, it’s one of the most important firsts.
5. The First Teambuilding
If the timing is right, you’ll be joining the Summer or New Year’s teambuilding soon after joining the team. If realize, you’ve joined a team of smart, motivated, and genuinely nice people with a good, sometimes slightly darker, sense of humor on top of all that – it’s a win! And the best way to make sure of that are all the informal gatherings, organized summer picnics, winter concerts or simple Friday pancakes – with the purpose of bonding and making opportunities to have a non-work-related debate for more than the time of a lunch break.
We’re swamped with articles and repetitive content, claiming that at the moment, applicants are the ones in a superior role, not the employer. There are so many opportunities and so much competition on the labor market that people can choose who they want to work for. Meaning: “Companies, be afraid!” But in reality, aren’t the people who chose to work in your company, preferably based on the impression and culture they got to know during the hiring process, the ones, you really want in your team?